Workplace Prodcutivity

What are the major factors that lead to improved work productivity? Recent articles suggest that the more we push people to produce more without added space in thier lives, the more likely they are to produce LESS.

Factors that improve productivity

1. Good job fit - is the person fit for the job you are asking them to do
2. Relationship with supervisor - ensuring open discussions, a recognition of value and contribution that the indiviual makes to the organization can propel productivity
3. Clear goals - understanding what is expected can help enhance the success of any employee
4. Accountability - not only do the goals need to be clear, they need to be measureable and supervisors need to learn how to constructively hold people accountable to those goals.
5. SMART goals - what are the right goals. Are they specific, measureable, attainable, realistic and timely
6. Recognition - are you recognizing the value of your employees, do you catch them doing something well?
7. Hiring the right people the first time - the right people are not only competent but also fit with your organization culture and goals
8. Coaching/Mentoring - providing support for the growth of every individual in your organization, understanding their goals and helping them to achieve them.

These are a few of the industry - proven methods that can launch your organization to even greater heights of success. At Envisage Health, Inc. we are committed to developing long term relationships with our clients to help them be successful. Contact us now at 888-237-8640 or info@envisage-health.com

Strategy and Vision in Health Care (Part 2)

In Part 1 of this series, we discussed the need to have a strong vision based on values and a core ideology. The struggle for many organizations is to identify their core values. unfortunately, many try to create values for their organization, rather than uncover the values that exist and recognize the value of each person and the values they bring to the organization. Uncovering values can be difficult and many organizations are hesitant because they are afraid they will uncover "negative" values.

Values are not "negative" or "positive", they exist and how they are translated into an experience for each person will determine the positive outcomes that organizations are seeking. For example, one fear is that there may be a pervasive value of making money. It is unlikely this is posted on a poster or plaque, but is this value "bad". The outcome of this value can be either negative or positive depending on how the individual and the organization are motivated to make money. Other values that might be attached to this value include trust, honesty, and loyalty. These values when put together can unify an organization but not negating the need to make money but begin to structure how to make money and with what values.

Once values are discovered and put together throughout the organization, individuals can begin to align and not feel alienated. There values have a place in the organization. This can begin the process of team based solutions and can be used to help bring people back to the table in conflicts.

Core ideology in a very similar way can begin to form a framework in which individuals treat each other, treat customers, find solutions, and manage conflict and performance. Every organization has stated values and ideology and real values and ideology. The best organizations are those that align them to be one. No one wants to be told what there values are, they want to connect and feel proud of the organization they are part of; they want to feel like they are part of the team.

As we worked with one organization identifying values and core ideology, the team became stronger and more productive. They felt like they had a sense of purpose and value to the organization. As we moved from forming the framework, it became easier to create a vision.

For more information please visit www.envisage-health.com or email us at info@envisage-health.com

Mediocre employees

Motivating the mediocre: Getting the maximum out of someone who's giving you the minimum

Disruptive or incompetent employees need to be dealt with. But what do you do about a staff member who is settling for average? Experts offer tips on how to spot someone who is in a rut and help kick the employee out of it.

By Larry Stevens, AMNews correspondent. April 14, 2008.

Underperforming staffers can seriously hurt a practice. And one of your longest-lasting, most loyal employees could be a culprit. Experts say it's easy to spot an employee who can't do the job, but a mediocre employee is less obvious And, perhaps more pernicious.
Preventing mediocrity

At Envisage Health, Inc., we can help your organization not only identify mediocrity in your organization, we can provide industry proven methods and techniques to coach to success and high performance. We utilize a unique set of tools that allow identification of 17 characteristics that we can match to high performance for specific positions. We also provide coaching and 360 reviews that have meaning and action plans.

Please visit www.envisage-health.com for more details

Simon Mittal, CEO, Founder
Envisage Health, Inc.

Mark of zero - Modern Healthcare

Mark of zero - Modern Healthcare

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Strategy and Vision in Health Care (Part 1)

Many health care organizations develop vision statements. In these statements are often lofty goals that are often not understood or followed. There is little recognition of the work that individuals in the organization perform that is linked to the vision. The other major concern is that once a vision in health care organizations has been developed there is often little review and little alignment with the strategic plan and the performance expectations throughout the organization.

A good vision in health care should be clear, compelling, and easy to communicate. One study showed that the amount of bandwidth of possible communication in an organization that is used to communicate vision is only 0.001%. If the vision in an organization is the direction that the organization is going and it is not communicated, is it little wonder that the average employee doesn't find his/her work valuable or exciting.

Developing a good vision in health care takes intentionality and structure. Instead of having a retreat with senior executives who come up with the vision, it is more important to formulate a group with broader representation that will allow for different perspectives and a greater "buy-in." This group should represent different stake holders in the organization.

In order to produce a good vision in the health care organization, the organization also needs to describe its values. Like vision, values are not words on a piece of paper, they are integral parts of why people do and react to the things they encounter. By discovering these values and sharing them across the organization, a stronger base develops to learn the true vision in health care organizations.

Not only does the health care organization need to describe its core values, but it also needs to understand its core ideology. Once the values and core ideology have been discovered by in depth evaluation within the organization, this can now form the foundation for a new "envisioned future." Envisage Health, Inc., is a group of consultants that have the tools and assessments needed to prepare a powerful and compelling vision in health care organizations. Each organization is unique and developing the organizations vision requires a road map, Envisage Health can help provide that road map.
Go to www.envisage-health.com for more information.

Simon Mittal, MD, MMM
CEO, Founder
Envisage Health, Inc.

Introduction

Envisage Health, Inc. is a health care consulting group that believes that aligning vision, strategy, process and people in health care can reduce cost, improve efficiency and improve care delivery and quality.

Go to www.envisage-health.com for more information or email at info@envisage-health.com